It means performance reviews and outcomes will be backed by solid data, and not just frameworks and policies, which will now be used as a support tool rather than the main anchor of reviews.
Emily A.
Head of People Operations
It equips our managers to handle salary conversations better and helps us assess agency progress.
Stephanie B.
People Director
Using both Lightcast data and self-reported sources is powerful, especially for niche roles in a global business.
Craig S.
You are able to combine benchmarking data sets together to create ranges based on job posts and salary data from Mercer.
Verified User in Consulting
Every single person in the company has their own range. Before, we had a tech range, an ops range, a commercial range, a software range - and people were very confused about where they saw themselves in these huge ranges.
Emily Anshaw
People & Operations, About Energy
Read the case study
That kind of multi-market analysis used to take me two to three hours, easily. With Compensation IQ, I probably did it in 30 minutes.
Craig Steed
Global Head of Talent, Zoomo
Read the case study
It's definitely saved us time. It's been interesting to cut that data in different ways. The opportunities - we've probably not fully explored it yet.
Deanne Walsh
HRBP, Mando Group
Read the case study
There's a lot of benchmarks on there. Compensation IQ is capturing a lot of data, and that's what stood out to me - and having a lot of benchmarks gives me a lot of confidence.
Angharad Callaghan
Senior People & Culture Partner, Instant Impact
Read the case study
When I've given the data behind it, no one's challenged it. We've shared it. The first question is always 'where did you get this?' - and now we have the answer.
Craig Steed
Global Head of Talent, Zoomo
Read the case study